John Proffitt’s Post

Did you know that disengaged employees cost U.S. companies billions each year? What's the most effective strategy to tackle this problem? The short answer is a well-designed commitment to a strong company culture. Building a strong company culture is a continuous process that begins before a new hire walks through the door and continues throughout their journey with your company. 𝗛𝗲𝗿𝗲'𝘀 𝗵𝗼𝘄 𝘁𝗼 𝗲𝗻𝘀𝘂𝗿𝗲 𝘆𝗼𝘂𝗿 𝗰𝘂𝗹𝘁𝘂𝗿𝗲 𝘁𝗵𝗿𝗶𝘃𝗲𝘀: ● 𝗣𝗿𝗲-𝗯𝗼𝗮𝗿𝗱𝗶𝗻𝗴: Set expectations from the very beginning. Your job descriptions should explicitly outline the cultural values you hold dear. ● 𝗢𝗻𝗯𝗼𝗮𝗿𝗱𝗶𝗻𝗴: Don't just bombard new hires with paperwork. Actively introduce them to your company culture through team introductions, mentorship programs, and cultural touchstones. ● 𝗧𝗿𝗮𝗶𝗻𝗶𝗻𝗴 & 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁: Integrate cultural values into training programs. Role-playing scenarios can help employees navigate situations that uphold your company's standards. ● 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁: Leaders set the tone. Invest in programs that equip managers to identify, address, and celebrate behaviors that embody your desired culture. ➤ By fostering a strong culture from the get-go, you cultivate a work environment where everyone feels valued, respected, and empowered to do their best work. This, in turn, attracts and retains top talent, fosters innovation, and ultimately drives success. ✪ 𝗣𝗿𝗼 𝘁𝗶𝗽: Introduce your company's purpose and mission statements on the first day, but go beyond memorization. Integrate them into onboarding activities and discussions. Display them prominently throughout the workplace. Revisit these guiding principles during upskilling and leadership development programs to ensure they remain a core part of the employee experience. ❓ What experiences have you had with a bad or disruptive employee? What were the consequences that resulted from it? What strategies have you found effective in building a strong company culture? #peopledevelopment #training #personaldevelopment #purpose #mission #supplychainsolutions #vp #houston #recruitment #humanresources

Curious about what Gen Z looks for in their workplaces? It's crucial not to overlook these aspects to prevent high turnover rates and hiring difficulties. Join our upcoming webinar with From Day One to explore #GenZ's influence on the future of work and ways to cultivate a company #culture that reflects their distinct #values and ambitions.

When you hear “lack of role clarity,” what comes to mind? Miscommunication? Time wasted? Friction among team members? But what about ineffective employee development? Lack of role clarity in the organization negatively affects employee development differently. Here are four ways it happens: 👉🏾 Career development and goal-setting conversations are misguided because they are based on inconsistencies and work that is constantly changing. 👉🏾 Ironically, your organization's career progression framework becomes inaccessible when employees don't know what they need to achieve to advance. 👉🏾 Performing work in persistent confusion increases frustrations, unnecessary tasks, and burnout. All these impact your employees' capacity to engage in professional development with intention. 👉🏾 Your organization will have difficulty pinpointing what's working and not working, identifying skills gaps, and hiring and onboarding if the needs of the roles are unclear. So, what can you do to address this problem? As a starting point, your People and Culture folks can administer a role clarity survey to understand the size of the problem on an individual level. But if you want to dig even deeper on a team level, involve your people leaders with a role clarity experiment. They will ask each team member to describe their role, responsibilities, and processes while sharing three to five skills they rely on most in their work. When you compare answers, you’ll uncover discrepancies, misunderstandings and skills gaps that are doing your employee development initiatives a disservice. 94% of employees say they will stay longer at an organization that invests in their development. Sure, it’s great when an employee moves into another role or gets a promotion. But if they experience too much ambiguity in the new position, they’ll question their decision to accept the growth opportunity and even leave the organization if it doesn’t get better. The desired outcomes of your employee development initiatives are at risk. When employees understand their roles and responsibilities more clearly, they can make informed decisions about their professional development. They will be able to set career goals that they can envision achieving in your organization. Stat source: 2019 LinkedIn Workplace Learning Report #HR #EmployeeDevelopment #EmployeeEngagement #PeopleAndCulture

Keeping Top Talent Thriving: Retaining New Hires in a Competitive Landscape They accepted the offer! But the job doesn't end there. In today's competitive market, retaining exceptional talent requires more than just a hefty paycheck. So, how do we foster engagement and ensure new hires become long-term assets? Let's go beyond the honeymoon phase and explore strategies for fostering loyalty from day one: 1. Onboarding that Onboards: Ditch the dry paperwork and create a personalised, engaging experience. Immerse them in your company culture, introduce them to key players, and set clear expectations for success. 2. Continuous Learning is Key: Invest in their growth. Offer development opportunities, mentorship programs, and access to resources that help them hone their skills and stay ahead of the curve. 3. Make Feedback a Friend: Regular, constructive feedback shows you care about their growth. Create a safe space for open communication and two-way dialogue. 4. Empower & Trust: Don't micromanage! Delegate tasks, encourage ownership, and give them the autonomy to shine. This builds trust and fosters a sense of responsibility. 5. Recognition & Appreciation: A simple "thank you" goes a long way. Celebrate their achievements, acknowledge their contributions, and show them they're valued members of the team. 6. Work-Life Balance Matters: Respect their personal time. Promote flexible work arrangements, encourage breaks, and offer resources to help them manage their well-being. 7. Foster Connections: Help them build relationships with colleagues. Team-building activities, social events, and mentorship programs can create a sense of belonging and community. Remember, retention is an ongoing process. By investing in your new hires and creating a supportive, enriching environment, you'll turn them into loyal advocates for your company, boosting success in the long run. #talentretention #employeeengagement #companyculture #worklifebalance #linkedinlearning

In the dynamic world of business, a company's evolution “from one among others” to greats is often shaped by its guiding principles and the way it empowers its employees. Let's break down the significance of Vision, Mission, and Values in fostering employee retention and a sense of purpose: 1️⃣ Vision: Your company's vision is like a guiding star. It's the long-term goal that inspires your entire team. When employees can see themselves contributing to this bigger picture, it creates a sense of purpose and motivation. 2️⃣ Mission: A clear and concise mission statement defines the day-to-day purpose of your organization. It answers the 'why' behind your work and empowers employees by showing them how they contribute to the company's broader goals. 3️⃣ Values: Values are the heart of your company culture. They set the tone for how employees should interact with each other and make decisions. When your team shares and embodies these values, it creates a sense of belonging and integrity. When employees can connect their daily tasks to the broader vision and mission, they're more likely to stay engaged and committed to their roles. Additionally, a strong alignment with company values leads to a positive workplace culture, making employees feel valued and motivated to stay with the organization. The role of the line manager is pivotal in this equation.  Line managers are on the front lines of implementing the company's vision, mission, and values. They have the responsibility of not only communicating these principles but also leading by example. Line managers can help employees find their purpose within the organization, providing guidance and support to ensure their work aligns with the broader goals. As a hiring manager it's mandatory that you scan for these values with each interview that you have, since one person that is not allied with the company goals and dreams can have a significant impact on your entire team. One of the biggest mistakes you can make is to promote a detractor into a leading position. A company's vision, mission, and values create a roadmap for employee purpose and retention. When line managers champion these principles and guide their teams, it leads to a thriving workplace where employees find meaning in their work, making them more likely to stay and contribute to your company's success. #CompanyCulture #EmployeeEngagement #LeadershipSuccess

This critical, but often overlooked aspect is essential for success, not only for entry level, but all the way through the executive ranks. In addition, although these concepts tend to apply to external hires, I would argue that empathy and the key elements outlined in this article are also critical for internal moves.

Wondering what motivates the Gen Z workforce? Neglecting these areas may cause turnover and recruitment struggles. Join us and From Day One at our webinar "Unlocking Gen Z's Potential" to explore their influence on the future of work and how to build a culture that matches their values and goals. #GenZ #culture #values

Interesting study of internal talent mobility practices. In my experience, especially the "coercive promotion" practice is damaging - giving someone a promotion while not actually expanding/changing what they do. This practice impacts not just the individual who gets the promotion, it also impacts the morale and sense of equity for the team as a whole, and it creates confusion in the larger organization as to what to expect from a person and a role. https://lnkd.in/dXiQNCXm

"People don't leave companies, they leave managers." A powerful reminder that your role as a manager goes beyond just overseeing tasks. It's about nurturing a thriving, connected team. In my article “The Cure for Quiet Quitting is Connection”, I highlighted the essence of effective leadership. When employees feel genuinely valued, the entire organization thrives. It's about shifting from 'What can they do for me?' to 'How can I serve them?'—a transformative approach that prevents “quiet quitting” and cultivates enthusiastic engagement. To create this culture, remember these key steps: 1️⃣ Open up authentic dialogue Ask, "How are you, really?" and truly listen. Create a safe space for candid conversations, suspend judgment, and encourage honest responses. You may uncover valuable insights. 2️⃣ Prioritize one-on-ones. Many report that weekly one-on-ones with their managers are not prioritized. These rushed, unfocused meetings hinder career development. Managers, make these sessions sacred, connect with your team, and encourage them to prepare agendas. 3️⃣ Utilize Team Health Checks. Implement Team Health Checks to assess team dynamics, address issues, and boost engagement. This exercise can transform a disconnected team into an engaged, collaborative one. 4️⃣ Conduct Regular Stay Interviews. Don't wait for exit interviews; conduct regular stay interviews to understand job satisfaction, identify concerns, and discuss career aspirations. This proactive approach improves job commitment. 5️⃣ Create Peer-Mentorship Programs. Peer mentorship, not just from higher-ups, enhances job satisfaction and performance. It fosters collective responsibility for growth, reducing the urge to quietly quit. 6️⃣ Host Innovation Tournaments. Combat the feeling of undervalued ideas by hosting "innovation tournaments." Encourage team members to pitch project ideas, with winners receiving resources. This practice empowers employees and reduces turnover intentions. Remember, these practices aren't mere checkboxes; they're the building blocks of a workplace where people feel they truly belong and can excel. 🚀 #LeadershipMatters #EmployeeEngagement #PeopleAtTheCenter

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